Senior Recruiter.

Accountabilities

• Lead comprehensive intake meetings with hiring managers to understand role requirements, define candidate profiles, and establish recruitment priorities.

• Provide relevant labor market insights, talent availability data, and sourcing recommendations to guide hiring strategies.

• Collaborate with internal stakeholders and cross-functional teams to develop and execute recruitment marketing initiatives and targeted sourcing plans.

• Evaluate candidate profiles against role requirements and deliver high-quality candidate shortlists that meet hiring objectives.

• Build and maintain talent pipelines to support current vacancies and future workforce needs.

• Manage candidate engagement throughout the recruitment lifecycle, providing timely updates, clear communication, and a positive candidate experience.

• Partner with hiring managers to develop competitive job offers, using market data, compensation guidelines, and relevant recruitment insights to inform recommendations.

• Act as a trusted advisor to hiring leaders, sharing recruitment expertise and recommending improvements to hiring processes.

• Monitor recruitment progress and communicate search updates, potential challenges, and recommended next steps to relevant stakeholders.

• Mentor recruiters and other team members, sharing best practices, providing guidance, and supporting continuous professional development.

• Represent the client’s employer brand professionally throughout candidate interactions and recruitment activities.

• Apply established recruitment processes and relevant human resources practices to support consistent, effective, and high-quality hiring outcomes.

Requirements:

• Education: Bachelor's degree in business, management, human resources, or a related field, or equivalent practical experience.

• Recruitment experience: Significant experience in talent acquisition, with a demonstrated record of successful recruitment within a corporate environment, recruitment process outsourcing (RPO) organization, or recruitment agency.

• Full-cycle recruitment expertise: Experience managing recruitment activities from initial intake meetings and sourcing through candidate evaluation, stakeholder communication, and offer development.

• Sourcing and talent pipeline development: Ability to identify qualified candidates through targeted sourcing strategies, recruitment marketing, professional networks, and other relevant channels.

• Recruitment technology proficiency: Familiarity with applicant tracking systems (ATS), social media recruitment tools, and other technologies that support efficient talent acquisition.

• Market intelligence: Ability to interpret labor market data, understand talent availability, and provide practical recommendations to hiring managers.

• Human resources knowledge: Understanding of HR principles, talent acquisition practices, recruitment metrics, and effective hiring processes.

• Stakeholder management: Strong relationship-building and communication skills, with the ability to partner effectively with hiring managers and internal teams.

• Candidate experience: A commitment to maintaining transparent, timely, and professional communication throughout the recruitment process.

• Offer management: Ability to support compensation discussions and offer recommendations using relevant market information and established compensation guidelines.

• Mentoring and leadership: Demonstrated ability or readiness to coach recruiters, share expertise, and contribute to team development.

• Communication skills: Excellent verbal and written communication, sound judgment, and the ability to manage multiple recruitment priorities effectively.

• Industry knowledge: Relevant niche-sector or industry knowledge is beneficial, particularly when recruiting for specialized or hard-to-fill positions.

• Professionalism and confidentiality: Ability to handle candidate information responsibly, maintain confidentiality, and promote fair and inclusive recruitment practices.

Benefits:

• Professional development: Opportunities to expand recruitment expertise, strengthen industry knowledge, and learn from experienced talent acquisition professionals.

• Career advancement: The opportunity to take ownership of your career progression and develop into a senior talent acquisition or recruitment leadership role.

• Mentorship opportunities: The ability to guide other recruiters, share best practices, and contribute to a culture of continuous learning.

• Strategic impact: Opportunities to influence recruitment strategies, advise hiring leaders, and contribute directly to successful talent outcomes.

• Collaborative environment: Work closely with hiring managers and cross-functional stakeholders to solve recruitment challenges and improve hiring effectiveness.

• Technology-enabled recruitment: Exposure to recruitment technologies, sourcing tools, and data-informed approaches that enhance talent acquisition.

• Inclusive workplace: A commitment to fair employment opportunities and a professional environment that values diversity and equal treatment.

• Candidate-focused culture: The opportunity to help deliver a positive, transparent, and professional experience for candidates throughout the hiring journey.